Individual
Coaching
Savvy coaches create a reliable, open space, where clients can constructively explore any issues and leave with a clear action plan for further development
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Working individually with a professional coach holds significant value for a company employee for several reasons:
Personal Development
A coach helps an employee identify and unlock their potential, develop skills, solve problems, and achieve set goals.Productivity Enhancement
Individual coaching boosts work efficiency by helping to address challenges, avoid time wastage, and focus on priorities.Motivation and Self-Motivation
Coaching stimulates self-realization, increases motivation to achieve goals, and sustains self-motivation over time.Strengthening Leadership Qualities
A coach helps develop leadership skills, teaches effective team management, and enhances influence and authority within the company.Working with a professional coach one-on-one is useful if there is:
- A need to enhance leadership skills and managerial abilities.
- A requirement to address specific challenges or work-related issues, such as team conflicts or stressful situations.
- A change in role or responsibilities at work that requires adaptation and the development of new skills.
- A need to improve personal effectiveness and self-realization in the workplace.
- A crucial need for support and development of professional potential to achieve company goals.
Who can be a client in a coaching session:
- Managers at all levels of management.
- Employees who aim to develop their skills and grow professionally.
- New team members who need to adapt to the work environment and company.
- Team leads facing challenges or obstacles in their work and wishing to overcome them.
- Executives transitioning to new positions and needing support in developing their leadership skills.
- Employees who want to increase workplace efficiency by improving time management and communication skills.
How coaching requests might sound:
“I want to improve my team management skills and increase their productivity”
“I need support in developing my leadership role. I want to become a more confident and effective leader”
“A conflict situation has arisen in my team, and I don’t know how to resolve it without harming relationships and productivity. How can I manage this situation?”
“I’m feeling stressed due to excessive workload and need support in managing time and balancing work with personal life”
“I need support in developing my leadership role. I want to become a more confident and effective leader”
“I want to boost my team’s motivation and encourage them to achieve better results. How can I create a motivating environment for them?”
☝️ requests can vary depending on the specific needs and challenges faced by the employee in the company
What coaching is based on:
A coach's work is grounded in the principles of effective communication, active listening, the ability to ask powerful questions, and creating an atmosphere of trust, safety, and collaboration with the client.
Coaches use various techniques and tools to help clients clarify their goals, develop strategies to achieve them, and implement desired changes in their life or work.
Coaching is focused on meeting the client's needs and goals, enhancing their effectiveness, self-realization, and success in chosen areas.
Coaches, who will guide you through the process:
Anya Krasilnik
Business Trainer, Coach, Managing Partner at Savvy L&D Solutions
Knowledge: Coaching (ICF-accredited course), ToP facilitation, NLP practitioner, Enneagram practitioner, with higher medical and pedagogical education.
Anastasia Pankovetska
Master Certified Coach (MCC ICF), certified by international standards, Business Trainer.
Over 4500+ hours of coaching practice since 2011. Co-leads at the International Integral Coaching School since 2014. Mentor of coaches.
Anna Kunakova
Certified Life and Organizational Coach (WAPP), Business Trainer, Facilitator.
Has 13 years of experience in conducting training sessions, is a certified psychological consultant in the method of Positive Transcultural Psychotherapy, and has been working in the field of HR and management since 2013.
Timeline
☝️
The format described below is relevant if the client company wishes to develop its employee by engaging an external coach, covering the costs, and having specific goals for this collaboration. If the company aims to develop the employee without specific requests or goals for coaching, steps 4-5 can be omitted from the timeline or conducted in a different form.
Step 1
Preparation:
- define coaching goals and expectations;
- choose a coach.
Step 3
Regular Coaching Sessions:
- periodic (usually once every 7-14 days) meetings between the coach and the coachee;
- each coaching session lasts 60 minutes.
Step 5
Coaching Conclusion:
- final discussion of achievements with the client and coachee;
- evaluate the effectiveness of the coaching;
- develop a plan for future independent work.
Step 2
Starting the Interaction:
- introductory meeting with the coach to set coaching goals;
- discuss the current situation regarding the client’s request;
- agree on the number of coaching sessions and organizational details.
Step 4
Effectiveness Assessment:
- meeting between the client, coachee, and coach to analyze achievements, track progress, set new goals, or adjust the action plan according to current needs and circumstances;
- this meeting may occur several times during the collaboration (depending on the agreements between the coaching process participants).
Step 6
Post-Coaching Support:
- the option to ask the coach questions and share achievements.
Step 1
Preparation:
- define coaching goals and expectations;
- choose a coach.
Step 2
Starting the Interaction:
- introductory meeting with the coach to set coaching goals;
- discuss the current situation regarding the client’s request;
- agree on the number of coaching sessions and organizational details.
Step 3
Regular Coaching Sessions:
- periodic (usually once every 7-14 days) meetings between the coach and the coachee;
- each coaching session lasts 60 minutes.
Step 4
Effectiveness Assessment:
- meeting between the client, coachee, and coach to analyze achievements, track progress, set new goals, or adjust the action plan according to current needs and circumstances;
- this meeting may occur several times during the collaboration (depending on the agreements between the coaching process participants).
Step 5
Coaching Conclusion:
- final discussion of achievements with the client and coachee;
- evaluate the effectiveness of the coaching;
- develop a plan for future independent work.
Step 6
Post-Coaching Support:
- the option to ask the coach questions and share achievements.
Discuss the launch of
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Testimonials
Yuseieva Karina
HRBP
I worked with Nastya in a coaching format, particularly during one of the most challenging periods of my life. During our sessions, Nastya used various interesting tools that helped me effectively achieve my goals and maintain the right resourceful state. These tools were applied very naturally and respectfully throughout the coaching sessions, as if it were just a casual conversation between two friends. At the same time, the results exceeded all expectations! If you feel the need and have a genuine desire to bring about changes in any area of your life or solve a problem of any complexity, I highly recommend trusting a professional—and doing it with Nastya.
Kostiantyn Ladurenko
Owner of the company
Anna developed a Leadership Program for our managers, conducted 10 workshops, and guided participants through the learning process, including post-training activities such as movie clubs, facilitation sessions, and group coaching. Her approach combines expertise as a business trainer, coach, and psychologist, ensuring the program’s practical value.
We value her flexibility and readiness to adapt the program to the group’s needs. Always open to ideas, she offers creative solutions and responds promptly to our requests. Anna’s friendly communication style and ability to maintain engagement create a supportive and productive learning atmosphere.
Sofia Vasylieva
HR
FAQs
The number of coaching sessions required to address a specific request usually varies depending on the client’s situation and the needs of their company. Often, to achieve significant results, it is recommended to consider a series of sessions (e.g., 10 coaching sessions, each lasting 1 hour, with intervals of 7–14 days between them). Interaction can begin with a few sessions, and then be renewed or expanded based on the client’s progress and evolving needs.
The effectiveness of a client’s work with a coach can be measured by assessing the achievement of specific goals set at the beginning of the coaching process. This includes analyzing improvements in professional skills, leadership qualities, productivity, and the ability to achieve self-actualization. It is also important to consider feedback from the client, management, and colleagues regarding the perceived benefits of the coaching and its impact on job performance and organizational success. Regular monitoring and evaluation of progress can help ensure that the coaching process remains highly effective and aligned with the company’s goals.
No, it is not possible to know exactly what happens during coaching sessions, as all conversations and information discussed are confidential and fall under the principles of professional ethics and the coach’s ethical code. Coaches are obligated to ensure complete confidentiality and protect the privacy of their clients, allowing them to feel safe and open in addressing their challenges and achieving their goals.
In cases where the coaching services are paid for by the company, a collaborative interaction can be established between the coach, the employee, and the company’s representative to ensure optimal results and alignment with the organization’s strategic goals. This may include discussing expectations and objectives, setting priorities, and providing regular progress reports. Such an approach promotes maximum effectiveness and accountability in addressing the employee’s development within the context of corporate goals.
Coaching is focused on actively uncovering the client’s potential and achieving their goals by fostering self-improvement and self-development through questioning and collaboration. Unlike mentoring, where an experienced professional imparts their knowledge and expertise to the mentee, coaching does not involve a transfer of knowledge but instead encourages the client to discover their own solutions and development strategies. Additionally, coaching does not involve the therapeutic approach typical of psychotherapy, which often focuses on healing. Instead, coaching is aimed at personal growth and addressing specific tasks. In comparison to mentoring, where the mentor provides concrete advice and directives, the coach empowers the client to independently find their own paths and strategies for growth.